Gen X, Xtreme to Xhausted by CTR

GENERATION
FROM X-TREME TO X-HAUSTED!

40%
DON’T FEEL FINANCIALLY SECURE!
Source: Bloomberg Business: Gen X Was Right: Reality Really Does Bite, June 10, 2015

HAVE
MORE
DEBT
THAN
SAVINGS
38%

DID NOT
GET A
RAISE
LAST YEAR
23%

Only 1/3 feel special
vs. 6 in 10 Boomers and Millennials

Gen Xers are Exhausted and often
feel like the forgotten middle child…
But there’s more to Gen X.

Culture Transformation Resources, LLC * www.CTRConsultingServices.com
THE GENERATIONAL DIVIDE.
A CLOSER LOOK AT GENERATION
By Andre S. Harris, Culture Transformation Resources, LLC

FOUR GENERATIONS.
BIRTH YEARS & AGE.
TRADITIONALISTS 1925-1945
69+
years
BABY BOOMERS 1946-1964 50-68
GENERATION X 1965-1979 35-49
MILLENNIALS 1980-1996 18-34
Source: Gallup’s “State of the American Workplace” 2013

FOUR GENERATIONS
IN THE WORKPLACE.
Source: Gallup’s “State of the American Workplace” 2013

We are in the middle of a historic
evolutionary leap driven by digital innovation
and technology. It has created a
generational divide that holds both
promise and peril for leaders.
For the first time in U.S. history, we have
four separate generations working side-by-
side.
While there is no magic birth date that
makes a member of a specific generation,
one’s experience and sharing of history
h e l p s s h a p e a “ g e n e r a t i o n a l
personality” during their formative years.
When a generational
divide occurs at work, the
results can be:
•  Reduced productivity
•  Hiring challenges
•  Increased turnover
•  Decreased morale
•  Reduced profitability

“A lack of understanding across generations can
have detrimental effects on communication and
working relationships and undermine effective
services.”
-Constance Patterson, Ph.D.

HOW THEY DIFFER.
Social, Political & Economic
Influences
Family Structure & Influence
Education
Values / Morals
Work Ethic
Leadership Approach
Motivational Buttons
Communication Style
Interaction with Others
Approach to Feedback
View towards Company
Work vs. Personal Life
Desired Rewards
Financial Behaviors
Relationship with Technology
General Expectations

So much of what is going on in
our lives is seen through our
own generational lens.
C o m p a n i e s N E E D a
multigenerational workforce.
To succeed in business today,
i t t a k e s a r a n g e o f
generational insights and
varied perspectives to make
smart business decisions.
Educating employees on
generational differences and
their unique contributions can
boost:
•  Understanding
•  Respect
•  Collaboration
•  Productivity
•  A Working Together Culture
GENERATIONAL INSIGHTS.

OVERVIEW.
GENERATION X.
BIRTH
YEARS
•  1965-1979
AGE
•  35-49 years old
US
POPULATION
•  46 Million
AKA
•  Gen X
•  X-ers
•  The Forgotten Middle Child Generation
•  The Grumpy Generation

CHILDHOOD.
GEN X.
Divorce reached all time high
Single-parent families became the norm
Latch-key kids
Children not as valued – seen as hardship
Families spread out (miles apart)
Family size = 1.7 children
Perception of the world as “unsafe”
Average 10 year old spent 14.5 minutes with significant adult role
model
As parents, “we need to do better for our children”

IMPORTANT EVENTS.
GEN X.
Energy Crisis
Begins
Iran Hostage Crisis
John Lennon
Assassination
Ronald Reagan
Inaugurated
Women’s
Liberation Protests
Three Mile Island
Challenger
Disaster
Exxon Valdez Oil
Tanker Spill

CORE VALUES.
GEN X.
Dedication Hard Work Conformity
Law and
Order
Patience
Delayed
Reward
Duty before
Pleasure
Adherence
to Rules
Honor

Leonardo
DiCaprio
Charlize
Theron
Tiger
Woods
Sandra
Bullock
George
Clooney
J.K.
Rowling
FAMOUS
GEN X’ers.
Ryan
Seacrest
Jennifer
Lopez
Tom
Cruise
Jennifer
Aniston
Michael
Jordan
Brangelina

COMMON TRAITS.
GEN X.
Grew up when
national institutions
came under question
Wary of commitment,
professional/personal
Layoffs Cynical & Pessimistic
No Common Heroes
Comfortable with
Change
Self-reliant; fend for themselves as
Latch-Key Children

The Brady
Bunch
Pet Rocks
Platform
Shoes
Cabbage
Patch Dolls
Disco
The
Simpsons
Super-hero
Cartoons
School
House Rock
Evening
Soaps
E.T.
CULTURAL MEMORABILIA.
GEN X.

FOUR GENERATIONS
IN THE WORKPLACE.

Traditionalists •  Loyal
Boomers •  Driven
Gen X •  Balanced
Millennials •  Eager
WORK ETHIC.
FOUR GENERATIONS.

VIEW OF WORK.
FOUR GENERATIONS.
Traditionalists
•  It’s necessary
•  An obligation
Boomers
•  It is exciting
•  Adventure
Gen X
•  It is a challenge
•  A contract
Millennials
•  It is done to make a
difference
•  A means to an end

EXPECTATIONS OF WORK.
FOUR GENERATIONS.
Loyalty,
Respect
Authority
Common
Goals
Performance
Compensated
for doing job
Competitive
Optimistic,
Team-
Oriented
Results
Reward for
Results
Self-Reliant
Skeptical,
Career-
Oriented
Results + Fun
Reward for
Outcomes
Pack-Oriented
Self important,
Loyalty to
Others
Career
Seek rapid
success

TRADITIONALISTS
Individual
BABY BOOMERS
Team Player
Loves Meetings
MILLENNIALS
Participative
GEN X
Entrepreneur
INTERACTIVE STYLES.
FOUR GENERATIONS.
Source: Greg Hammill, “Mixing and Managing Four Generations of Employees

WORK STYLES.
FOUR GENERATIONS.
Traditionalists
•  Hierarchical organizational structures
•  Consistency and uniformity
•  “These are the rules.”
Boomers
•  Coined “team building”
•  Live to Work, until Retirement
•  “Let’s talk about the rules.”
Gen X
•  Work to live, not live to work
•  Flexibility in work, life
•  “Break all of the rules.”
Millennials
•  Exceptional multi-taskers
•  Flexibility in work hours and dress code
•  “Redefine the rules.”

LEADERSHIP STYLES.
FOUR GENERATIONS.
Traditionalists
•  Directive
•  Command-and-control
Boomers
•  Consensual
•  Collegial
Gen X
•  Everyone is the same
•  Challenge others
•  Ask questions
Millennials
•  TBD

TRADITIONALISTS
Satisfaction of a job
well done
BOOMERS
Money, title,
recognition,
the corner office
GEN X
Freedom, self-
manage, time to
prioritize own
projects
MILLENNIALS
Work that has
meaning, flexibility;
growth and learning
opportunity; praise
MOTIVATORS.
FOUR GENERATIONS.

RESPECT AND LOYALTY.
FOUR GENERATIONS.
Traditionalists
•  To the organization
Boomers
•  To the profession
Gen X
•  To the individual
Millennials
•  To co-workers and friends

MANAGING AND LEADING
FOUR GENERATIONS.
Recognize
their loyalty,
experience.
Select
activities that
show what
they know.
Focus on
evolution, not
revolution.
Acknowledge
their
contributions.
Be aware of
competitive
nature.
Offer
continued
training on life
skills, balance.
Respect their
skepticism;
establish your
credentials.
Use humor.
Let them know
you like them.
Talk career,
not job.
Provide
ongoing and
remedial
training.
Teach in short
modules.
Test often.
Make it fun.
Allow
collaboration.

TRADITIONALISTS
Loyal to their clients
and/or customers
BOOMERS
Making a difference
GEN X
Building a career
MILLENNIALS
Work that has
meaning
#1 REASON TO STAY OR LEAVE JOB.
FOUR GENERATIONS.

COMMUNICATION PREFERENCES.
FOUR GENERATIONS.
Traditionalists
•  Let’s have a conversation
•  Face to Face
•  Formal
•  Memo
Boomers
•  Call me on my cell anytime
•  In person
•  Semi-formal
Gen X
•  Send me an email
•  Irreverent
•  Call me only at work
•  Direct and Immediate
Millennials
•  Text me or IM me
•  Twitter
•  Fun, Informal, Slang
•  Email or Voicemail

COMMUNICATION GAP.
“Grandpa is showing us how they
sent a text when he was a kid.”

IMPROVING FEEDBACK AND COMMUNICATION.
FOUR GENERATIONS.
Traditionalists
•  “No news is good news.”
•  May not be receptive to feedback
•  50% have not received feedback training
Boomers
•  “Once a year; formal and documented.”
•  Don’t appreciate it
•  Initiate weekly informal talks; document talks
Gen X
•  “Sorry to interrupt, but how am I doing?”
•  Give immediate and regular feedback
•  Be direct and to the point
Millennials
•  “I want it with the push of a button, anytime.”
•  Consider electronic connections; use visuals
•  Allow an active role in creating work plans

COMMUNICATION DIFFERENCES.

www.CTRConsultingServices.com
Please contact us for the complete presentation or other presentations:
•  Millennials Bending the Rules in the Workplace
•  Get Ready for Gen Z – Gen Z on Fire
•  Unlocking Secrets of Baby Boomers
•  Traditionalists, The Silent Generation – Healthy, Wealthy and Wise
•  Leading Multigenerational Employees
•  Five Generations Working Together

Ms. Harris is available for keynote presentations, management training, leadership
workshops, retreats and other corporate and non-proﬁt engagements.
Andre S. Harris
President & Proud Gen X
Culture Transformation Resources, LLC
www.CTRConsultingServices.com
Andre@CTRConsultingServices.com
1-877-CTR-1236 OR 1-877-287-1236
@AndreHarrisCTR
Andre Harris CTR
www.linkedin.com/pub/andre-harris/31/56a/744/

Gen X, Xtreme to Xhausted by CTR

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